Employee Benefits

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Employee Benefits

  1. 1. THINKING BEYOND THE OBVIOUS Employee Benefits, Engagement& Crisis Management Masterclass A proactive approach to mitigating employee crisis through engagement and benefits 5 – 6 December 2012 Global Prospectus Training Centre, 366 Pretoria Avenue, Randburg SETA Accreditation No. 2502
  2. 2. MOTIVATION & OVERVIEWWith the global economy recovering from the worst recession in decades, employee engagement has hit an all time low. Althoughmany executives admit that employees are crucial to the performance and profitability of their business, considerable number ofthem usually don’t understand the processes required in employee engagement or even follow through on claimed benefits. Whileemployee engagement is clearly a hot buzz-word in today’s corporate circles, few executives have a clear picture of what the termactually means. Fact is, employee engagement cannot be adequately understood or even defined without the acceptance thatcorporate culture, pride, satisfaction, advocacy, loyalty and benefits are key elements of it. .Employees who embrace their corporateculture, have pride and sense of satisfaction in their work and are advocates and loyal to the company will be highly productive; andexpectedly will be highly rewarded through adequate benefit offerings. But in a lot of companies this is not so, and employees aredisenchanted and result to strikes and protest to seek engagement.This two day Masterclass will showcase how innovative solutions that look beyond employee benefits like employee communication,better quality of life and corporate social responsibility can form the bedrock on which employee engagement can be achievedeven in the face of pressing employee restlessness and demands. BENEFITS & OUTCOMEThe true value of employee benefits and engagement in crisis management cannot be over emphasized in today’s businessspace, considering all the strikes and employee unrest in the country. The essence of this Masterclass therefore is to showcasethat benefits not only empower employees and their families to lead better lives at work and home as well as provide validreasons to engage with their company; but it also helps stipulate how employers can prevent crisis situations through adequatecommunication strategies as well as introduce innovative and alternative ways that can stem staff unrest without employershaving recourse to benefits and wage increases as the only solution for preventing such crisis.Attend this essential Masterclass and learn how to:• Break the communication barrier with employees through clear and unambiguous explanations of benefit offerings• Create safety and security initiatives to help reassure employees of their value to company• Establish the corporate culture and capabilities of Management to provide effective leadership before, during and after a crisis to ensure continuity of business• Ensure that employee welfare and motivation to work is in the best interest of employee/employer relations WHO SHOULD ATTEND• HR Directors • Innovation Managers• Directors and Heads of Employee Engagement • Diversity and Talent Retention Managers• Directors of Employee Relations • Insurance Managers• Employee Benefits Managers • Corporate Communication Managers• Heads of Internal Communications • Wellness Managers• Heads of Reward and Recognition • Performance and Talent Managers• Organisational Development Managers • Financial Advisers• Heads of Talent Management • Crisis Management Managers• HR Policy and Strategy Advisers EXPERT FACILITATORSChris Jacobs Manager Human Resources (Employee Relations), South African Revenue Service (SARS)Mike Lacey Smith Psychologist and Licensed Expert on LIFO (Life Orientation Strength Management System) South AfricaDaniel Munslow Director/ Chief Communication Officer, Talk 2us South Africa Regional Board Member, IABC (International Association of Business Communicators) GLOBAL PROSPECTUS TRAINING (PTY) LTD. Chief Executive O er - Dhevaraj Pillay Johannesburg - Tel: +27 11 781 6222 Fax: +27 11 781 6044 Marketing - m2@globalprospectus.co.za Auditors - Russell Bedford SA (Jhb) Inc. Pietermaritzburg - Tel: +27 33 391 4229 Fax: +27 33 391 5722 Design - www.designmaster.co.za (071 018 8355) Legal - DA Morris & Associates
  3. 3. DAY 1 08:00 - 09:00 Registration & 10:45-12:00 Continuation of Stream One – early morning refreshment Round Table Session In this session delegates are allowed to discuss issues 09:00 - 09:15 Chairman’s opening remarks relating to the above topic in Stream One and proffer solutions while the Facilitator presents real-life case Stream One: study scenarios Chris Jacobs 09:15-10:30 Looking beyond employee Manager Human Resources (Employee Relations), South African Revenue Service (SARS) benefits and wage increase in crisis management 12:00 - 13:00 Networking lunch break The ability of Management to look beyond employee Stream Two benefits and wage increase as solutions to employee crisis has become more imperative in today’s business 13:00 - 14:15 Appraising Human Capital environment than ever before. Business experts on employee engagement must possess the ability to look initiatives – the link between Employee at different perspectives and analyse present and future Engagement, HRM Practices and employee behaviour patterns to understand innovative ways to stem staff unrest without having to essentially crisis management fall back on benefits and wages as the crucial solution for • Set up an Action Purpose strategy ongoing business success. This session showcases how • Set up in advance a Humanitarian Response Team to combine the theories and experiences from post- • Establish a diagnostic study of the human factor crisis situations to achieve a more effective strategy for aspect of vulnerability to your company of the crisis crisis management beyond employee benefits and wage • Identify and prepare specifically for crisis scenarios increase. • Develop Human Capital policies and procedures • Looking at a robust, company-wide plan to deal with specifically related to crisis management crises • Avoid ad hoc actions and ensure effective delivery of • Ensure that employee welfare and motivation to work crisis-related human services is in the best interest of employee/employer relations • Provide employees with an opportunity to • Create safety and security initiatives to help reassure understand Management’s point of view and keep the employees of their value to company negotiation door open • Initiate effective leadership development, talent • Establish an online resource with information about management and solid communication plans to crisis management, employee benefits and other support effective crisis management. employee-related policies and programs relating to • Offer real value protection and enhancement through the crisis. innovative deliverable alternatives such as crisis • Provide employees with a 24-hour readily accessible communication plans, crisis resource planning, safety information and communication network and security training and succession planning Chris Jacobs • Create initiative for crisis management that motivates Manager Human Resources (Employee Relations), employees to support what needs to be done South African Revenue Service (SARS) • Establish that the corporate culture and capabilities of Management can provide effective leadership 14:15 - 14:30 Afternoon Refreshment before, during and after a crisis to ensure continuity. • Look beyond the obvious basic survival needs of the 14:30 - 15:15 Continuation of Stream Two – employee and their family members and : develop a crisis management plan to provide for these needs Round Table Session • Management must realize that in meeting employee In this session delegates are allowed to discuss issues needs value for the bottom line is a priority so as relating to the above topic in Stream Two and proffer to minimise potential damage and downtime to solutions while the Facilitator presents real-life case productivity. study scenarios • Offering alternative benefits which meet employee Chris Jacobs lifestyle demands will succeed in achieving positive Manager Human Resources (Employee Relations), results as attraction, retention, loyalty and motivation South African Revenue Service (SARS) of staff and reduce the incidence of crisis Chris Jacobs 15:15 Closing remarks by Chairperson Manager Human Resources (Employee Relations), South African Revenue Service (SARS) End of day one 10:30 - 10:45 Networking during mid-morning refreshmentGLOBAL PROSPECTUS TRAINING (PTY) LTD. Chief Executive O er - Dhevaraj PillayJohannesburg - Tel: +27 11 781 6222 Fax: +27 11 781 6044 Marketing - m2@globalprospectus.co.za Auditors - Russell Bedford SA (Jhb) Inc.Pietermaritzburg - Tel: +27 33 391 4229 Fax: +27 33 391 5722 Design - www.designmaster.co.za (071 018 8355) Legal - DA Morris & Associates
  4. 4. DAY 2 08:00 - 09:00 Registration & Stream Two: early morning refreshment 13:00 - 14:15 Employee Benefits and 09:00 - 09:15 Chairman’s opening remarks employee communication Most companies expect employees to participate more in their own financial security and know how to make use of Stream One: these benefits for their own rewards. However effective 09:15 - 10:30 Employee Engagement and communication of benefit offerings to employees is still a challenge for Management to sometimes drive better quality of life across. Some reasons for this communication gap stem Financial rewards still form the bedrock of employee from the fact that a lot of benefit offerings are worded motivation and loyalty in the workplace, but increasingly in legal language that is sometimes incomprehensible employees are becoming more driven by other aspects to some middle and junior level staff. Onus is therefore of their quality of life such as mental and physical health, on Management of such companies to devise ways to family wellbeing, and safety and security in the workplace. drive home the benefits of such offerings effectively. Companies must ultimately find ways to engage This session will highlight some strategies for employee employees positively and more constructively to enhance benefit communication and engagement. their quality of life as a means of mitigating staff unrest • Use what you already have to communicate your and disenchantment. This session addresses the issue of message better quality of life for employees as an intrinsic aspect of • Keep information simple and straight forward employee engagement. • Explain all legal terms and clauses properly • Ensure that Management leadership is sincerely • Ensure that employees actually do need the benefit interested in the well-being of employees offering • Build a sense of community among employees • Keep communication channels open and accessible through participatory engagement • Ensure employees are aware of the cost of their • Educate employees so they can participate in decision employer’s indirect compensation making and cultivate the right initiative to perform • Educate employees to eradicate indifference they better might have to their actual benefit package • Clarify how employees contribute to achieving • Build open relationships with employees through company goals so as to give them a sense of honest communication so they trust management belonging and loyalty. decisions always • Increase employee satisfaction through information • Influence the communication climate by creating sharing and innovative team building strategies. positive messages and clear rewards. • Explain corporate goals and objectives clearly and • Improve media relations to lessen information help employees make sense of the situation. overload and encourage feedback so employees can • Improvement of media, lessen information overload, remain informed at all times. encourage feedback and manage the rumor mill. Daniel Munslow • Tap into and advocate employee opinions. Director/ Chief Communication Officer, • Promote employee programs such as health/wellness, Talk 2us South Africa company Intranet and green initiatives Regional Board Member, IABC (International Mike Lacey Smith Association of Business Communicators) Psychologist and Licensed Expert on LIFO (Life Orientation Strength Management System) South Africa 14:15 - 14:30 Afternoon Refreshment 10:30 - 10:45 Networking during 14:30 - 15:15 Continuation of Stream Two – mid-morning refreshment Round Table Session In this session delegates are allowed to discuss issues 10:45 - 12:00 Continuation of Stream One – relating to the above topic in Stream Two and proffer solutions while the Facilitator presents real-life case study Round Table Session scenarios In this session delegates are allowed to discuss issues Daniel Munslow relating to the above topic in Stream One and proffer Director/ Chief Communication Officer, solutions while the Facilitator presents real-life case Talk 2us South Africa study scenarios Regional Board Member, IABC (International Mike Lacey Smith Association of Business Communicators) Psychologist and Licensed Expert on LIFO (Life Orientation Strength Management System) 15:15 Closing remarks by Chairperson South Africa 12:00 - 13:00 Networking lunch break End of day twoGLOBAL PROSPECTUS TRAINING (PTY) LTD. Chief Executive O er - Dhevaraj PillayJohannesburg - Tel: +27 11 781 6222 Fax: +27 11 781 6044 Marketing - m2@globalprospectus.co.za Auditors - Russell Bedford SA (Jhb) Inc.Pietermaritzburg - Tel: +27 33 391 4229 Fax: +27 33 391 5722 Design - www.designmaster.co.za (071 018 8355) Legal - DA Morris & Associates
  5. 5. Employee Benefits, Engagement & Crisis ONLY Management Masterclass R699 5 – 6 December 2012 Per D eleg 0Registration Form Global Prospectus Training Centre, ex. VA ate, T. 366 Pretoria Avenue, RandburgGPW Marketing Fax Completed Registration Form To: +27 11 781 6044Company Name:Type of Business:Address:Tel: Fax: VAT Number:Delegate 1:Position: E-Mail:Delegate 2:Position: E-Mail:Delegate 3:Position: E-Mail:Delegate 4:Position: E-Mail:Delegate 5:Position: E-Mail:AUTHORISATION: Signatory must be authorised to sign on behalf of Company CREDIT CARDName: Cardholder’s Name: DETAILSPosition: Credit Card Number:Signature: Date: CVC No: Expiry Date:PAYMENT METHODS1. Bank Transfer - Global Prospectus Training (PTY) Ltd. 2. Credit card - Please fill in your credit card details above First National Bank: Randburg 3. Cheques - Made Payable to: Global Prospectus Training (PTY) Ltd. Account Number: 62109 270372 Branch Code: 254005TERMS & CONDITIONSThe following terms and conditions will apply: Substitutions Payment is required in full 5 days from date of invoice Delegates must inform Global Prospectus Training (PTY) Ltd in writing All payments to be made directly to Global Prospectus Training (PTY) Ltd. of any substitutions. No seats will be reserved, unless Global Prospectus Training (PTY) Ltd. receives a signed registration form. There is no charge for substitutions. Global Prospectus Training (PTY) Ltd. reserves the right, due to circumstances beyond our control, to change Global Prospectus Training (PTY) Ltd will not be held liable for incorrect speakers, program content, date & venue. Delegate details on Certi s, etc. in the event of substitutions being The signed registration form is a legally binding contract. made on the day of the conference. In the event of Global Prospectus Training (PTY) Ltd having to cancel or postpone an event due to circum-Cancellations stances beyond our control, delegates will be issued with a credit voucher,All cancellations will be subject to approval by the management of Global Prospectus Training (PTY) Ltd. - which may be used at another of our events.All cancellations made 7 days prior to date of the above mentioned event will be subject to a 50% cancellation fee.Cancellations made within 7 days of date of the above mentioned event, will be subject to a 100% cancellation fee. - Global Prospectus Training (PTY) Ltd will not be held liable for travel and accommoda -The will be no refunds or credit vouchers. tion costs. The conference fee includes: conference material, lunches and refreshments, but excludes travel & accommodation.GLOBAL PROSPECTUS TRAINING (PTY) LTD. Chief Executive O er - Dhevaraj PillayJohannesburg - Tel: +27 11 781 6222 Fax: +27 11 781 6044 Marketing - m2@globalprospectus.co.za Auditors - Russell Bedford SA (Jhb) Inc.Pietermaritzburg - Tel: +27 33 391 4229 Fax: +27 33 391 5722 Design - www.designmaster.co.za (071 018 8355) Legal - DA Morris & Associates

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